Merit HR is the market leader for HR contract staffing, search and consulting in the Bay Area and Northern California. We believe in HR. It's all we do. Founded and led by HR practitioners, Merit focuses exclusively on providing HR professionals at all levels for contract, direct-hire search, contract-to-hire and consulting opportunities throughout the greater Bay Area, across all industries. Since 1989, this singularity of focus on providing exceptional HR professionals to organizations of all sizes and in all industries on a short/long-term or regular hire basis has created success for hundreds of clients, helping them achieve their business goals. The foundations of service and building long-term relationships, combined with the most comprehensive, proprietary registry of HR talent in the region, make Merit the ideal partner for any initiative, project, analysis or intervention involving human resources. www.merithr.com

The NCHRA has been advancing the practice of human resources and the careers of HR professionals since 1960 with the mission to lead, educate, and connect this dynamic profession.The dot.com bust was devastating to the NCHRA. In my first year as CEO, I refocused the organization around high-value, high-service, and high-touch strategies. As a result, we reconnected with the membership and the industry. Subsequently, we returned to profitability and growth during my first year as CEO. The NCHRA has also doubled the gross profit margin in each of the last three years. NCHRA is now the second-largest regional HR association in the United States, with over 3,500 members in 34 states and 9,000 program participants annually. More importantly, NCHRA is nationally recognized for its more than 200 annual educational offerings, including the annual HR West conference. I am proud that many other associations consider NCHRA a benchmark.As CEO, I played many roles: I planned, directed, and coordinated NCHRA programs and activities to assure that the organization attained its objectives and met members' needs at all times. All operational responsibility for the organization was under my direct control.As the Board of Directors Liaison/Strategist, I was responsible for a $2.5 million budget and worked to develop short-term strategies and long-term organizational design options for the success of NCHRA. As policy maker, I formulated new policies that achieved short and long term objectives.As the voice of NCHRA, I served as spokesperson and maintained effective internal and external relationships with diverse constituencies, including national affiliates and local chapters.Through the support of my exceptional and dedicated NCHRA core team, I continually strived to achieve economical, productive performance and constructive growth of NCHRA.

Senior Director, Human Resources December, 1998 to June, 2000Director, Human Resources October, 1996 to November, 1998Hired by the founder/owner and reporting to President, one of four employees to ever be granted an equity position. As one of a five member senior leadership team, we developed and executed on strategies that produced significant growth and established the organization as an innovative market leader. I was responsible for all aspects of human resource management and leadership development as well as corporate communications for this dynamic third party benefits administration company.Founder of the company's human resources department, led a team of eleven, including two managers and nine auditor/trainers. Successfully developed and executed organizational strategy. Participated in new product/business partner evaluation and affiliations. Focused on aligning employee initiates to organizational strategy. Steward of cultural initiatives. With IT and operations, implemented conversion of more than 100k paper claims per month to paperless workflows. Lead labor negotiator. By building relationships with both the employees and their union, achieved an unprecedented concept of performance based pay in a collective bargaining agreement. Served as a resource on employment law and company policy as well as effective management techniques. Planned and implemented employee recognition, retention, training, and performance protocols and programs. Developed compensation strategy in line with organizational goals. Designed and administered all company benefits. Developed and implemented recruiting, orientation, and retention programs and policies to foster corporate values. Slashed turnover rates while improving quality through innovative models.Produced company print communications. Developed the first company handbook and all related policies. Served as company media spokesperson, and was responsible for community relations and planned giving.

My role covered labor relations (including serving on the negotiating committee which resulted in four successful agreements with Teamsters and Steelworkers), training, internal and external communications, benefit and payroll administration, and recruiting for a 5,000 employee food manufacturing company (for four locations). The role reported to the Director, Corporate Human Resources, who instilled a great many concepts: never forget its the people you work for as well as the company; always do the right thing; and, that a leaders role is to develop potential. This experience literally ignited my career in Human Resources.